New Hampshire Paid Leave Laws: Sick Leave, Family Leave & FMLA (2026)
⚠️Informational only — not legal or tax advice.
Last Updated: March, 2026
Last Reviewed: March, 2026
Applicable Period: 2026
Jurisdiction: State of New Hampshire, United States
Update Schedule: Quarterly reviews in 2026; annual reviews thereafter
Table of Contents
- Introduction
- Quick Reference — New Hampshire Paid Leave Snapshot
- Paid Sick Leave in New Hampshire
- Paid Family & Medical Leave in New Hampshire
- Maternity, Paternity & Parental Leave in New Hampshire
- Federal FMLA in New Hampshire
- Other Protected Leave Categories in New Hampshire
- 2026 Updates & Recent Legislative Changes in New Hampshire
- How to File a Leave Complaint in New Hampshire
- Interstate Considerations for Remote Workers in New Hampshire
- Frequently Asked Questions
- Sources & Verification Log
Introduction
New Hampshire does not require private employers to provide paid sick leave under any statewide statute. The state also does not operate a mandatory paid family and medical leave program — the New Hampshire Paid Family and Medical Leave (NH PFML) insurance plan exists as a voluntary program that employers and workers may choose to join. At the federal level, the Family and Medical Leave Act (FMLA) provides eligible employees up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons. New Hampshire also maintains several state-specific leave protections — including pregnancy disability leave under RSA 354-A:7(VI), a new parental medical appointment leave effective January 1, 2026, and crime victim leave under RSA 275:61–65 — that operate independently of the federal FMLA baseline. This page compiles current requirements from the New Hampshire Department of Labor, the NH PFML program at paidfamilymedicalleave.nh.gov, and the U.S. Department of Labor.
For additional context on how New Hampshire employment law intersects with paid leave obligations, see the New Hampshire employment law overview.
Quick Reference — New Hampshire Paid Leave Snapshot
| New Hampshire Paid Leave Laws — Quick Reference (2026) | |
|---|---|
| Category | Status |
| Mandatory Paid Sick Leave | No state mandate |
| Governing Statute | No statewide paid sick leave statute for private employers |
| Administering Agency | NH Department of Labor — dol.nh.gov |
| Covered Employees (Sick Leave) | N/A — no state mandate |
| Eligible Employees (Sick Leave) | N/A — no state mandate |
| Accrual Rate | N/A — no state mandate |
| Annual Cap | N/A — no state mandate |
| Paid Family & Medical Leave Program | Voluntary only (NH PFML) |
| PFML Program Name | NH Paid Family and Medical Leave (NH PFML) — voluntary insurance |
| PFML Weekly Benefit (Maximum, 2026) | $2,128.85 (60% of wages up to Social Security wage cap) |
| PFML Duration | Up to 6 weeks per benefit year |
| FMLA Applies | Yes (federal baseline) |
| Information Current As Of | March 2026 |
Paid Sick Leave in New Hampshire
New Hampshire does not mandate paid sick leave for private-sector employees under any statewide statute. No New Hampshire law requires private employers to provide paid or unpaid sick leave beyond the protections available under the federal FMLA. Whether workers receive paid sick leave — and on what terms — is determined entirely by employer policy, employment contracts, or collective bargaining agreements. The NH Department of Labor has confirmed that no sick leave mandate applies to private employers. (NH DOL Resource Center)
No New Hampshire municipality has enacted a local paid sick leave ordinance as of March 2026. Employers with at least 25 employees that voluntarily provide sick leave benefits must, under RSA 275, permit employees to use those benefits to care for a family member — but the provision of sick leave in the first place remains at the employer’s discretion. (NH RSA 275, NH DOL Protective Legislation)
New Hampshire’s voluntary NH PFML program, described in Section 3 below, allows enrolled workers to receive wage replacement for serious health conditions and family events — but only if their employer has enrolled in a group plan or the worker has separately purchased individual coverage.
Paid Family & Medical Leave in New Hampshire
New Hampshire does not operate a mandatory state-funded paid family and medical leave program. The NH Paid Family and Medical Leave (NH PFML) insurance plan is a voluntary program — neither private employers nor workers are required to participate. Workers in New Hampshire who need family or medical leave and are not enrolled in NH PFML rely primarily on the federal FMLA (Section 4 below) and any employer-provided benefits.
NH PFML is a first-of-its-kind voluntary insurance model established under New Hampshire law and administered through MetLife, the state’s designated insurance partner. (paidfamilymedicalleave.nh.gov — Overview) NH permanent state workers are enrolled in NH PFML as part of their benefits package. For private-sector workers, coverage is available only through an employer group plan or — if the employer does not participate — through the NH PFML individual plan during its annual open enrollment period. The NH PFML individual plan premium is capped by state law at no more than $5 per week. (paidfamilymedicalleave.nh.gov — Purchase a Plan)
Enrolled workers who qualify may receive up to 60% wage replacement (up to the Social Security wage cap) for up to 6 weeks per benefit year. The maximum weekly benefit for 2026 is $2,128.85. Qualifying reasons include the worker’s own serious health condition (when disability coverage does not apply), bonding with a new child through birth, adoption, or foster placement, caring for a family member with a serious health condition, and qualifying military exigency. (paidfamilymedicalleave.nh.gov — Workers) NH PFML expands the definition of family member beyond the FMLA’s scope of parent, child, and spouse.
NH PFML does not provide job protection — a notable distinction from mandatory PFML programs in neighboring states such as Massachusetts and Vermont. Job protection during covered leave may be available through the federal FMLA, if the employer meets the 50-employee threshold. Employers who purchase NH PFML through MetLife are eligible for a Business Enterprise Tax (BET) credit equal to 50% of the premiums paid on behalf of workers. (paidfamilymedicalleave.nh.gov — Employers FAQ) Large employers with 50 or more New Hampshire workers are required to collect worker premium payments through payroll deductions regardless of whether they offer an employer group plan.
Maternity, Paternity & Parental Leave in New Hampshire
How Long Is Maternity Leave in New Hampshire?
Maternity leave duration in New Hampshire depends on which legal protections apply to the employee’s situation. At the federal baseline, eligible employees at covered employers may take up to 12 weeks of unpaid, job-protected leave under the FMLA for pregnancy, childbirth recovery, and newborn bonding. New Hampshire’s own pregnancy disability leave statute — RSA 354-A:7(VI), administered by the NH Commission for Human Rights — applies to employers with six or more employees and provides unpaid leave for the entire period of temporary physical disability caused by pregnancy, childbirth, or related medical conditions, with no statutory cap on duration. (NH Human Rights Commission) The duration of leave under RSA 354-A:7(VI) is determined by the employee’s healthcare provider rather than a fixed statutory limit, meaning it can exceed the FMLA’s 12-week ceiling.
For workers enrolled in NH PFML — either through an employer group plan or the individual plan — up to 6 weeks of paid wage replacement at 60% of average weekly wages is available for bonding with a new child or recovering from childbirth when short-term disability coverage does not apply. (paidfamilymedicalleave.nh.gov — Overview) Combining FMLA leave and NH PFML benefits is possible for enrolled workers, subject to coordination rules between MetLife and the employer.
Is Maternity Leave Paid in New Hampshire?
New Hampshire does not mandate paid maternity leave. The FMLA provides unpaid leave only. Under RSA 354-A:7(VI), pregnancy disability leave is also unpaid. The only pathway to paid maternity or family leave in New Hampshire is through voluntary enrollment in NH PFML — either through an employer-sponsored group plan or the individual plan available to workers whose employers do not offer group coverage. Workers enrolled in NH PFML may receive up to 60% of their average weekly wage (capped at the Social Security wage base) for up to 6 weeks. Employer short-term disability insurance is a separate, employer-discretionary option that some New Hampshire workers use to bridge the gap during pregnancy disability leave.
Paternity Leave and Parental Leave in New Hampshire
Under the federal FMLA, bonding leave applies equally to both parents — fathers, non-birthing parents, and adoptive or foster parents all have access to the same 12-week unpaid leave entitlement for child bonding. (U.S. DOL FMLA) Workers enrolled in NH PFML may receive up to 6 weeks of paid wage replacement for child bonding regardless of gender or parental role.
Effective January 1, 2026, New Hampshire enacted RSA 275:37-f — a new unpaid parental medical appointment leave requiring employers with 20 or more employees to provide up to 25 hours of unpaid, job-protected leave per year for employees to attend their own medical appointments related to childbirth or postpartum care, or their infant’s pediatric medical appointments within the first year of the child’s birth or adoption. (NH DOL Protective Legislation; signed as part of HB 2, June 27, 2025) Where both parents work for the same employer, the 25-hour entitlement is shared between them. Employees may substitute accrued paid leave for this unpaid leave. Leave under RSA 275:37-f is in addition to any FMLA entitlement and provides job restoration rights upon return.
New Hampshire maternity leave options are compared to those in neighboring states in Section 8. Workers considering how New Hampshire’s framework compares to mandatory PFML states may also review Massachusetts paid leave laws and Vermont paid leave laws.
Federal FMLA in New Hampshire
The federal Family and Medical Leave Act is the primary family and medical leave protection for New Hampshire workers. Because New Hampshire does not operate a mandatory paid leave program, the FMLA provides the foundational leave framework for eligible workers and covered employers across the state. Understanding New Hampshire FMLA eligibility, qualifying reasons, and employer obligations is essential for both workers and employers operating in the Granite State.
FMLA Coverage and Eligibility
The FMLA covers private employers with 50 or more employees within a 75-mile radius, all public agencies (regardless of size), and all public and private elementary and secondary schools. (U.S. DOL FMLA) To be eligible for FMLA leave, an employee must have worked for the covered employer for at least 12 months, have logged at least 1,250 hours of service during the preceding 12-month period, and work at a location where the employer employs 50 or more employees within 75 miles.
FMLA leave is unpaid and job-protected. Eligible employees may take up to 12 workweeks of FMLA leave in a 12-month period for most qualifying reasons, and up to 26 workweeks in a single 12-month period for military caregiver leave. During FMLA leave, the employer must maintain the employee’s group health insurance coverage under the same terms as if the employee had continued working. Upon return, the employee is entitled to restoration to the same or an equivalent position. (U.S. DOL FMLA FAQ)
New Hampshire also maintains a separate family leave provision for school district employees: a school district employee who has worked for the district for at least 12 months and has worked at least 900 hours in the preceding 12-month period is eligible for family and medical leave on the same terms as federal FMLA. This provision reflects the lower hours threshold applicable to school district employees under New Hampshire administrative rules.
Qualifying Reasons Under New Hampshire FMLA
The FMLA applies uniformly in New Hampshire as it does throughout the United States. Qualifying reasons for FMLA leave include the birth of a child and care of the newborn within the first year; adoption or foster care placement of a child within the first year of placement; the employee’s own serious health condition that renders the employee unable to perform the essential functions of the position; care for a spouse, child, or parent with a serious health condition; a qualifying exigency arising from a covered family member’s active duty or call to active duty in the Armed Forces; and military caregiver leave for a covered servicemember or veteran with a serious injury or illness. (U.S. DOL FMLA)
A “serious health condition” under the FMLA means an illness, injury, impairment, or physical or mental condition involving either inpatient care in a hospital, hospice, or residential medical care facility, or continuing treatment by a healthcare provider. The FMLA’s definition of family member — spouse, child, or parent — is narrower than the definition used under the voluntary NH PFML program, which extends to additional relationships.
FMLA leave may also be available when a serious health condition results from domestic violence. The DOL has confirmed that an eligible employee may take FMLA leave for hospitalization or continuing treatment for conditions such as post-traumatic stress disorder resulting from domestic violence. (U.S. DOL FMLA FAQ)
Is FMLA Paid or Unpaid in New Hampshire?
New Hampshire FMLA leave is unpaid. The FMLA guarantees job protection and health insurance continuation, but it does not require employers to pay wages during leave. Workers enrolled in the voluntary NH PFML program may receive up to 6 weeks of paid wage replacement — at 60% of average weekly wages — that can run concurrently with FMLA leave where the same qualifying event triggers both. Employees may also substitute accrued paid leave (sick time, vacation, or PTO) during FMLA leave if the employer’s policy allows or requires it. (U.S. DOL FMLA)
Employers who have enrolled workers in the NH PFML group plan are required to coordinate leave dates with MetLife. Under the individual NH PFML plan, workers may be required to exhaust accrued employer-paid leave before accessing NH PFML benefits, except during the elimination period specified in the policy. (paidfamilymedicalleave.nh.gov — Workers)
Does FMLA Apply to Small Businesses in New Hampshire?
FMLA applies to private employers with 50 or more employees within a 75-mile radius. Private employers with fewer than 50 employees are not covered by the federal FMLA. New Hampshire does not operate a state-level family and medical leave law with a lower employer size threshold — the NH PFML is voluntary and carries no job-protection requirement. Employees at small businesses in New Hampshire may have access to pregnancy disability leave under RSA 354-A:7(VI) (applies to employers with 6 or more employees), the new parental medical appointment leave under RSA 275:37-f (applies to employers with 20 or more employees), and crime victim leave under RSA 275:61–65 (applies to employers with 25 or more employees). (NH DOL Protective Legislation)
FMLA small business coverage is discussed in detail in the federal FMLA guide, which addresses exemptions and employer obligations at the federal level.
How NH PFML Differs from FMLA
The voluntary NH PFML program and the federal FMLA serve overlapping but distinct purposes. FMLA provides up to 12 weeks of unpaid, job-protected leave; NH PFML provides up to 6 weeks of paid wage replacement with no statutory job protection. FMLA applies only to employers with 50 or more employees; NH PFML is available to any employer with a New Hampshire physical location that chooses to enroll. FMLA defines family member as spouse, child, or parent; NH PFML uses a broader family member definition. For enrolled workers experiencing a qualifying event, NH PFML wage replacement benefits may run concurrently with FMLA leave — meaning the weeks of paid NH PFML benefit and the weeks of FMLA leave count simultaneously rather than sequentially. (paidfamilymedicalleave.nh.gov — Workers Guidebook) NH PFML does not alter or expand FMLA rights.
NH PFML benefits may be taxable at the federal level; they are not taxable at the New Hampshire state level, as New Hampshire does not impose a personal income tax on wages. (paidfamilymedicalleave.nh.gov — Worker Guidebook)
Other Protected Leave Categories in New Hampshire
Pregnancy Disability Leave
New Hampshire’s Law Against Discrimination (RSA 354-A:7(VI)) requires employers with six or more employees to permit female employees to take unpaid leave for the period of temporary physical disability caused by pregnancy, childbirth, or related medical conditions. (NH Human Rights Commission) Unlike the FMLA, there is no fixed time limit — leave continues for as long as a healthcare provider certifies the disability. Upon return, the employee is entitled to reinstatement to the original or a comparable position unless business necessity makes this impossible.
Lactation Breaks
Effective July 1, 2025, RSA 275:78–83 requires employers with six or more employees to provide lactating employees with an unpaid break of 30 minutes to express breast milk for every three hours of work, along with access to a reasonable private space (not a restroom) for that purpose. (NH DOL Protective Legislation)
Crime Victim Leave
Under RSA 275:61–65, employers with 25 or more employees must permit employees who are crime victims — or who are immediate family members of minor, incompetent, or homicide victims — to leave work to attend court or legal and investigative proceedings associated with the prosecution of a crime. (RSA 275:62, NH General Court) This leave is unpaid; employers may require the employee to use accrued paid leave. Employers may limit leave duration if it creates an undue hardship to the business.
Domestic Violence Employment Protections
RSA 275:71 prohibits all New Hampshire employers from refusing to hire or discriminating against an individual in the terms and conditions of employment because the individual is a victim of domestic violence, harassment, sexual assault, or stalking. (RSA 275:71, NH General Court) This statute does not create a standalone leave entitlement but prohibits adverse employment action based on victim status.
Jury Duty Leave
New Hampshire RSA 500-A:14 prohibits employers from discharging or threatening employees for responding to a jury summons or serving as a juror. Leave for jury duty is unpaid unless the employer’s policy provides otherwise.
Military Leave
The federal Uniformed Services Employment and Reemployment Rights Act (USERRA) protects New Hampshire employees’ reemployment rights following military service. New Hampshire state law provides additional protections for state employees called to active military duty.
2026 Updates & Recent Legislative Changes
What Changed in New Hampshire Paid Leave Laws in 2025–2026?
Effective January 1, 2026 — Parental Medical Appointment Leave (RSA 275:37-f): Employers with 20 or more employees must provide eligible full-time and part-time employees (excluding temporary and seasonal employees) up to 25 hours of unpaid, job-protected leave per year to attend childbirth-related medical appointments, postpartum care, and the child’s pediatric medical appointments within the first year of birth or adoption. Where both parents work for the same employer, the 25-hour entitlement is shared. Employees must provide reasonable advance notice and make reasonable efforts to schedule leave to minimize disruption. Employers may request reasonable documentation. Reinstatement to the original position is required. The leave is in addition to any FMLA entitlement. (Source: NH DOL Protective Legislation; HB 2, signed June 27, 2025)
Effective July 1, 2025 — Lactation Break Requirements (RSA 275:78–83): New Hampshire enacted a new lactation break law requiring employers with six or more employees to provide nursing mothers with a 30-minute unpaid break to express milk for every three hours of work, and access to a private non-restroom space for pumping. (Source: NH DOL Protective Legislation)
NH PFML Individual Plan Open Enrollment, 2026: The NH PFML individual plan open enrollment period for 2026 ran from December 1, 2025 through January 29, 2026. Workers without employer group plan coverage who did not enroll during this window must wait for the next annual open enrollment period to obtain individual plan coverage. The maximum weekly benefit for 2026 is $2,128.85. (Source: paidfamilymedicalleave.nh.gov)
Pending Legislation
No mandatory paid sick leave or mandatory paid family and medical leave legislation had been enacted in New Hampshire as of March 2026. Bills related to paid leave have been introduced in prior legislative sessions. Current bill tracking is available through the New Hampshire General Court.
How to File a Paid Leave Complaint in New Hampshire
Filing a Complaint Under State Leave Laws
Complaints relating to violations of New Hampshire’s protective legislation — including pregnancy disability leave (RSA 354-A:7(VI)), parental medical appointment leave (RSA 275:37-f), lactation breaks (RSA 275:78–83), and crime victim leave (RSA 275:61–65) — are filed with the New Hampshire Department of Labor. (NH DOL — dol.nh.gov) The DOL may be reached at (603) 271-3176 or by email at InspectionDiv@dol.nh.gov. For pregnancy discrimination complaints under RSA 354-A:7(VI), the New Hampshire Commission for Human Rights handles enforcement. (NH Human Rights Commission)
Violations of RSA 275:37-f (parental medical appointment leave) are governed under RSA 273:11-a. The NH DOL issues a warning to the employer before civil penalties apply; a second violation may result in a civil penalty of up to $2,500.
Filing a NH PFML Claim or Dispute
Workers enrolled in NH PFML — whether through an employer group plan or an individual plan — submit claims directly to MetLife. (paidfamilymedicalleave.nh.gov — Workers) Employers are required to provide MetLife with employment, wage, leave, and benefits information to support claims processing. Disputes regarding NH PFML claims are handled through MetLife’s appeals process.
Filing an FMLA Complaint
FMLA complaints are filed with the U.S. Department of Labor Wage and Hour Division (WHD). Workers may contact the WHD at 1-866-487-9243 or submit a complaint through the DOL’s online complaint portal. (U.S. DOL WHD Complaint Page) Workers will be directed to the nearest WHD office. The WHD’s Manchester, NH area office handles New Hampshire-based FMLA complaints.
Interstate Considerations for Remote Workers
Paid leave obligations under New Hampshire law generally apply based on where an employee performs their work. Remote workers based in New Hampshire who work for an out-of-state employer are entitled to New Hampshire’s state-specific leave protections — including pregnancy disability leave, parental medical appointment leave, and crime victim leave — if those laws’ coverage thresholds are met based on the employer’s New Hampshire employee count.
Remote workers physically located in another state while employed by a New Hampshire-based company may be covered by the paid leave laws of the state where they perform work. For employers with employees distributed across multiple states, the NH PFML voluntary program’s eligibility is tied to whether the worker’s wages are reported to New Hampshire for unemployment purposes. (paidfamilymedicalleave.nh.gov — Overview) Workers with questions about multi-state employment situations can review New Hampshire’s remote work laws and the New Hampshire unemployment benefits guide.
Workers in New Hampshire’s border regions should note that neighboring states have significantly different paid leave landscapes. Massachusetts operates a mandatory PFML program providing up to 26 combined weeks of paid leave per year. Vermont has enacted mandatory paid sick leave. Workers who perform work in those states may be entitled to those states’ programs regardless of where their employer is headquartered.
Frequently Asked Questions — New Hampshire Paid Leave
How does FMLA work in New Hampshire?
The federal FMLA applies to New Hampshire employers with 50 or more employees within a 75-mile radius. Eligible employees — those with at least 12 months of employment and 1,250 hours worked in the preceding 12 months — may take up to 12 weeks of unpaid, job-protected leave for qualifying family and medical reasons. Leave may be taken continuously, intermittently, or on a reduced schedule when medically necessary. (U.S. DOL FMLA)
How long is maternity leave in New Hampshire?
Maternity leave in New Hampshire can extend up to 12 weeks under the federal FMLA for eligible employees. New Hampshire’s pregnancy disability leave statute (RSA 354-A:7(VI)) provides additional unpaid leave with no fixed duration cap — leave continues for as long as the healthcare provider certifies disability — for employees at covered employers with six or more employees. Workers enrolled in NH PFML may also access up to 6 weeks of paid wage replacement. (NH Human Rights Commission)
Is maternity leave paid in New Hampshire?
No state law mandates paid maternity leave in New Hampshire. FMLA leave is unpaid. Pregnancy disability leave under RSA 354-A:7(VI) is unpaid. The only source of paid maternity leave in New Hampshire is voluntary enrollment in the NH PFML program, which provides up to 60% wage replacement for up to 6 weeks for enrolled workers. Employer-provided short-term disability plans may also cover pregnancy-related disability periods. (paidfamilymedicalleave.nh.gov — Overview)
Who is eligible for FMLA in New Hampshire?
FMLA eligibility requires that the employee work for a covered employer (50+ employees within 75 miles), have been employed for at least 12 months, and have worked at least 1,250 hours in the preceding 12-month period. Public agency employees and school employees are covered regardless of employer size, subject to their own hours thresholds. (U.S. DOL FMLA)
Is FMLA leave paid in New Hampshire?
FMLA leave is unpaid at the federal level. New Hampshire does not supplement FMLA with mandatory paid leave. Workers enrolled in the voluntary NH PFML program may receive paid wage replacement benefits that run concurrently with FMLA leave for qualifying events covered by both programs. Employees may also use accrued paid leave during FMLA if the employer’s policy permits or requires it.
Does New Hampshire have paid sick leave?
New Hampshire does not have a statewide paid sick leave law for private-sector employees. Whether workers receive paid sick days depends entirely on employer policy. No New Hampshire municipality had enacted a local paid sick leave ordinance as of March 2026. (NH DOL)
Does New Hampshire have paid family leave?
New Hampshire does not have a mandatory paid family leave program. The NH PFML is a voluntary insurance program — employers are not required to offer it and workers are not required to enroll. Workers enrolled in NH PFML may receive up to 6 weeks of paid leave at 60% of wages for qualifying events. (paidfamilymedicalleave.nh.gov — Overview)
How many sick days are required in New Hampshire?
No New Hampshire law requires private employers to provide any specific number of sick days. Sick leave availability depends on employer policy. State workers and school district employees may have defined sick leave entitlements through agency policies or collective bargaining agreements.
Does FMLA apply to small businesses in New Hampshire?
FMLA applies to private employers with 50 or more employees within a 75-mile radius. Small businesses with fewer than 50 employees are not covered by federal FMLA. New Hampshire does not have a state family leave law with a lower employer threshold. However, small businesses with six or more employees must comply with New Hampshire’s pregnancy disability leave statute, businesses with 20 or more employees must comply with RSA 275:37-f (parental medical appointment leave), and businesses with 25 or more employees must comply with the crime victim leave statute. (NH DOL Protective Legislation)
How long is paternity leave in New Hampshire?
Federal FMLA bonding leave applies equally to fathers and non-birthing parents — up to 12 weeks of unpaid leave may be taken within the first year of a child’s birth, adoption, or foster placement, for eligible employees at covered employers. (U.S. DOL FMLA) Workers enrolled in NH PFML may receive up to 6 weeks of paid wage replacement for child bonding. New Hampshire state law does not separately define or mandate paternity leave beyond these frameworks.
Can an employer deny paid sick leave in New Hampshire?
Because New Hampshire does not mandate paid sick leave for private employers, there is no state law entitlement that an employer could improperly deny. If an employer has established a sick leave policy — in an employee handbook or employment contract — the employer is generally bound by the terms of that policy under New Hampshire contract principles. (NH DOL Resource Center)
Does New Hampshire have any paid leave requirements for employers?
New Hampshire’s only mandatory leave requirements for private employers are unpaid: pregnancy disability leave (RSA 354-A:7(VI), employers with 6+ employees), parental medical appointment leave (RSA 275:37-f, employers with 20+ employees), and crime victim leave (RSA 275:61–65, employers with 25+ employees). No New Hampshire law mandates that any of these leave types be paid. (NH DOL Protective Legislation)
What options exist for paid maternity leave in New Hampshire?
Paid maternity leave in New Hampshire is available through three voluntary channels: enrollment in the NH PFML program (up to 6 weeks at 60% of wages), employer-provided short-term disability insurance, and employer-provided PTO or sick leave policies. No state law mandates any of these benefits. (paidfamilymedicalleave.nh.gov — Workers)
Does New Hampshire have a voluntary paid family leave insurance program?
Yes. New Hampshire’s NH PFML program is a voluntary insurance-based paid family and medical leave plan established under state law and offered through MetLife, the state’s insurance partner. Employers may purchase a group plan; workers whose employers do not participate may purchase individual coverage during the annual open enrollment window. The individual plan premium is capped at $5 per week by state law. The maximum weekly benefit for 2026 is $2,128.85. (paidfamilymedicalleave.nh.gov — Purchase a Plan)
How long is maternity leave in New Hampshire without a paid family leave program?
Without NH PFML enrollment, eligible employees at covered employers may take up to 12 weeks of unpaid FMLA leave. Under RSA 354-A:7(VI), employees at employers with six or more workers may take unpaid pregnancy disability leave for the duration of their certified disability with no statutory cap. Effective January 1, 2026, employees at employers with 20 or more workers may also take up to 25 hours of unpaid leave under RSA 275:37-f for childbirth and pediatric medical appointments.
Can a New Hampshire employer voluntarily provide paid leave?
Yes. Nothing in New Hampshire law prevents an employer from voluntarily providing paid sick leave, paid family leave, or any other paid leave benefit. Employers who choose to offer paid leave are bound by the terms of any established policy. Employers who purchase NH PFML through MetLife qualify for a Business Enterprise Tax credit equal to 50% of the premiums they pay on behalf of workers. (paidfamilymedicalleave.nh.gov — Employers)
Are there any local paid sick leave ordinances in New Hampshire?
No New Hampshire municipality had enacted a local paid sick leave ordinance as of March 2026. Current legislative activity at the state level can be tracked through the New Hampshire General Court.
How does New Hampshire’s pregnancy disability leave differ from FMLA?
New Hampshire’s pregnancy disability leave under RSA 354-A:7(VI) applies to employers with six or more employees — a significantly lower threshold than the FMLA’s 50-employee requirement. It also carries no fixed duration cap, meaning leave continues as long as a healthcare provider certifies the disability, and it does not require the 12-month/1,250-hour employment threshold the FMLA imposes. Employees not eligible for FMLA may still be entitled to leave under RSA 354-A:7(VI). (NH Human Rights Commission)
Sources & Verification Log
| New Hampshire Paid Leave Laws — Sources & Verification (2026) | |||
|---|---|---|---|
| Section | Source | URL | Date Verified |
| NH PFML Program Overview | NH PFML Official Program Site (paidfamilymedicalleave.nh.gov) | https://www.paidfamilymedicalleave.nh.gov/overview | March 2026 |
| NH PFML Workers | NH PFML Official Program Site | https://www.paidfamilymedicalleave.nh.gov/workers | March 2026 |
| NH PFML Employers | NH PFML Official Program Site | https://www.paidfamilymedicalleave.nh.gov/employers | March 2026 |
| NH PFML Purchase a Plan | NH PFML Official Program Site | https://www.paidfamilymedicalleave.nh.gov/purchase-plan | March 2026 |
| NH PFML Employer FAQ | NH PFML Official Program Site | https://www.paidfamilymedicalleave.nh.gov/employers/frequently-asked-questions | March 2026 |
| NH PFML Maximum Benefit 2026 | NH PFML Official Program Site | https://www.paidfamilymedicalleave.nh.gov/ | March 2026 |
| NH DOL Protective Legislation (RSA 275) | NH Department of Labor | https://www.dol.nh.gov/inspections/wage-and-hour/protective-legislation | March 2026 |
| NH DOL Resource Center FAQ | NH Department of Labor | https://www.dol.nh.gov/resource-center/frequently-asked-questions/wages-and-work-hours-faqs | March 2026 |
| Pregnancy Disability Leave (RSA 354-A:7) | NH Commission for Human Rights | https://www.humanrights.nh.gov/types-discrimination/employment-discrimination/pregnancy-discrimination/law | March 2026 |
| RSA 275:37-f (Parental Medical Appointment Leave) | NH General Court | https://www.gencourt.state.nh.us/rsa/html/XXIII/275/275-37-f.htm | March 2026 |
| RSA 275:62 (Crime Victim Leave) | NH General Court | https://gencourt.state.nh.us/rsa/html/XXIII/275/275-62.htm | March 2026 |
| RSA 275:61 (Crime Victim Leave Definitions) | NH General Court | https://gencourt.state.nh.us/rsa/html/XXIII/275/275-61.htm | March 2026 |
| RSA 275:71 (Domestic Violence Employment Protections) | NH General Court | https://gencourt.state.nh.us/rsa/html/XXIII/275/275-71.htm | March 2026 |
| FMLA Federal Baseline | U.S. Department of Labor | https://www.dol.gov/agencies/whd/fmla | March 2026 |
| FMLA FAQ | U.S. Department of Labor | https://www.dol.gov/agencies/whd/fmla/faq | March 2026 |
| FMLA Complaint Filing | U.S. DOL Wage and Hour Division | https://www.dol.gov/agencies/whd/contact/complaints | March 2026 |
| HB 2 (RSA 275:37-f) Legislative Reference | NH General Court | https://gencourt.state.nh.us/ | March 2026 |